Design Your Church Planting Team Around These 5 Cs

In a previous blog, I referenced a post about never starting a new venture alone.  In starting a new church building a team is critical.  Building the RIGHT team is a non-negotiable.  However, some church planters go at it alone.  I have observed a few reasons why they choose to go this route.  For some, they don't know how to play with others.  For others, they are afraid to let go of their mission, their vision, their values to the collective wisdom of the group.  For still others, it is just easier to lead "themselves" toward the starting of the new church.  Fortunately, their are some planters who are building the right teams around the 5 Cs: Character, Compatibility, Competency, Capacity, and Confidence.

Tim Catchim wrote the following article addressing each of the 5 Cs and building the right team. Enjoy!

Building a Church Planting Team

Creating the Culture of the Church Planting Team

I found this to be a helpful article over at the Exponential blog on building a team. Go here for the entire article:

http://blog.exponential.org/2013/10/insights-from-exponential-west-12-ways-to-build-a-great-team-and-keep-it/

Here is a brief qoute from the post:

"CREATING A CULTURE THAT EMPOWERS GREAT TEAMS

Make time for the three S’s. For several years, we have had a weekly ritual with our staff that has been HUGE toward keeping us focused in the same direction. Our entire team meets together every Wednesday, and we spend an hour together doing three things: Stories, Spotlights and other Stuff. Stories: We spend the first 15 to 20 minutes of every gathering sharing stories. We begin the conversation by saying, “Where have you seen God at work in and through the church in the past seven days?” And then it is an open floor. We hear about changed lives in student ministry, small groups and children’s ministry. We find out about the person in Canada who wrote in after watching an online service. We hear about the experience of people who attended for the first time, and the baptism of another who has been away from church for decades. Spotlight: Then we spend time putting one individual in the spotlight. With no warning ahead of time, we ask someone to sit up front and field questions from the rest of the team. We find out about their childhood, likes and dislikes, spiritual journey, spouse, hobbies and history. Then we stop the questions and say, “Now let’s tell [Jill] why we are so glad to have her on the team.” And one after another, we tell her how her life adds joy and meaning to the rest of us. Stuff: The final segment in our meeting is often for sharing inside information. It adds value to the team when they know stuff ahead of time. Sometimes we are talking about stuff that is coming; sometimes it’s merely stuff we’re thinking about and haven’t decided."

What is one thing you can do to grow your team today?

 

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Team. Where is the "I" in Team?

Look no further than the San Antonio Spurs and you will find the "I" in team.  But, the "I" does not proceed the TEAM or stand apart from TEAM.  It gently emerges from the culture of the TEAM.

What principles guide the Spurs?

1. Recruiting.  They have an eye for talent.  They don't chase the superstar.  They find talent and develop them.
2. Find player who fit the culture of the organization and the team, which implies your organization must have a clear identified culture.
3. Retention.  This culture produces loyalty, commitment, and experience.  Tenured leaders come with knowledge, credibility, trust, and a strategic outlook.
4. Tenure.  Tenure produces experience, maturity, professionalism, and leadership.  These are key drivers in bringing other players into the organization where they are taught the system, professionalism, and how to be successful. 
5. "Team First Mentality." They play for the name on the front of the jersey not on the back of the jersey.
6. Buying into the team system.  Trust creates buy-in.  Team systems treat people well.  These systems are honest with players and create chemistry.

Morgan Hoogvelt says it well,

Take a lesson from the greatest sports franchise in America and see if you can create a team, a department, or even a company where you recruit not only the best, but those who fit your culture and have that team-first mentality — then develop them. Create a retention program where you can identify and keep your key leaders and team members in order to create an environment of knowledge, credibility, trust, and strategy.

Read more of Morgan's post here: here-is-no-i-in-team-but-theres-a-team-in-spurs/ 

The Art of Crafting the Perfect Team:: Four Important Startup Personalities

Every church start, no matter what model you pursue, needs a team.  A group of people God has hard-wired to be unique and uniquely gifted for the purpose of making disciples, growing the faith community.

Putting a team together can be hard work.  You will probably need to put some type of structure in place to assist in the discovery.  At the very least, you will need to answer these two questions:  what skills/gifting are needed on our team to help us effectively make disciples in the community we are planting our lives?  And, what personalities can help us effectively encourage one another, assist one another and get the job done of making disciples in our neighborhood?

The following tips are from a company called BOUNDLESS (free textbooks). Here is the process and the skills they look for in building their team:

The process in discovering team members might look like this:

• Initial process -- Does the potential team member have a presence online?
• Phone screen = This initial screening process discovers the candidates experience and qualifications.  It either closes the door or opens it for the next phase.
• On site Visit with team members. It is on site where potential team members are assessed on skills and personality by the team.
• Candidate gives a 20-minute presentation on their personal or professional passion.  This is an opportunity for a potential team member to "impress" the team.
• By this point in the process, you should have a strong idea of the type of a person the candidate is.

What are the people at BOUNDLESS looking for in a candidate during this process.  They are looking for team members who embody characteristics from each of these personalities (if you are going to create a culture that changes the world): 


Here are the four most important start up personalities to change the world: 
1. The Beast: Look for people with high levels of productivity at their last positions and ridiculous amounts of drive and energy.

2. Lara Croft: adventurers with an entrepreneurial spirit. They create goals and projects for themselves to enhance the company values or goals. These personalities are self starters, self motivated.

3. The Architect: understands the big picture and can still focus on the details.  These are the people who have a productivity hack for nearly all aspects of their life.

4. The Most Interesting Man in the World: character and charm.  This is the person you want fighting on your team and who help keep you going during the tough time.

You can read the entire article here:  the 4 personality types for every startup